The Accountability Guy®
Accountability means taking ownership of results irrespective of whether you’ll receive rewards or consequences. Creating a culture of accountability at the workplace ensures that every employee takes ownership of the organisational outcomes. It instils the motivation to perform their best.
Furthermore, this means that there’s no blame game or pointing of fingers. There is only analysing mistakes and solving problems. In a workplace that fosters accountability, the scope for learning is tremendous. This may sound too good to be true, but it is possible.
Read through this blog to learn how to easily create a culture of accountability at your workplace.
Discover your Accountability Score and increase the probability of smashing your GOALS and Getting Sh!t Done!
Did you know that accountability can boost productivity in the workplace tremendously? That’s why fostering this idea is important. Below are several tips for building an accountability culture:
One of the foremost steps for building an accountability culture is to set robust goals. This implies that your workplace needs to set Specific, Measurable, Attainable, Relevant, and Time-Bound goals (SMART). Not only should they be specific, but you should be able to measure their progress. Lastly, all goals must be relevant to the organisation’s work and reasonable deadlines.
For instance, if you are in sales and marketing, your goal could be converting ten customers within two months and increasing sales by 5%. It is specific, measurable, realistic, relevant, and timely.
In an organisation, it is necessary to communicate expectations. The goals should be crystal clear to the employees. Additionally, the behaviour expected, job profile, and company objectives should also be shared. You cannot expect your employees to know what they should do without communicating expectations. When they don’t know what is expected, chaos will ensue.
Here are some things that you must convey:
When you hire new employees, ensure you hire the right people. They should understand the concept of accountability and adhere to it. You need to find people who willingly admit to their mistakes and solve problems. Check if the employee has the necessary skills to achieve organisational goals and make plans to train them or communicate the reason for not hiring them.
If a candidate does not meet your organisation’s requirements, convey the reason for not hiring them.
While hiring employees, you must ask hard-hitting questions that will help you identify whether they are accountable or not.
Encourage commitment to establish accountability in the organisation. Only when employees are committed to their work will their productivity increase. You need to set rewards and benefits to ensure that an employee’s dedication to their work increases daily.
When employees are committed to the work, they are more likely to be accountable as they will take ownership of their actions.
Another critical aspect of fostering accountability is that you need to lead by example. This means you should hold yourself accountable first to ensure employees emulate your positive behaviour. Additionally, you should take the following steps as the leader of your organisation:
To create an accountability culture, you must ensure you and your employees admit their mistakes properly. This means apologising for the mistakes made and taking responsibility despite whatever consequence may befall you. You must also be able to think of solutions to solve the errors and develop preventative measures to avoid repeating the mistakes.
Feedback is critical for establishing an accountability culture. Not only should you provide feedback to your employees, but you should be willing to receive the same. Having weekly, monthly, and annual feedback sessions in the organisation will create an environment of openness and provide scope for growth and improvement.
Without accountability, the workplace could crumble and lead to a decrease in productivity. To prevent this, leaders need to foster an environment of accountability, and this can only be done by leading by example. Set goals, plan your actions, be open to feedback, encourage commitment, admit mistakes, and hire the right people.
Moreover, you can also take the aid of accountability coaches from trustworthy sites like TickThoseBoxes. These accountability coaches can provide business advice and mentor you to build an accountability culture. They can also help your set your goals and plans to ensure when it comes to making changes at your workplace. Most of all, they will hold you accountable and ensure you successfully achieve your goals, promises, and obligations.
So, get in touch with accountability coaches and build a culture of accountability in your workplace to reap its benefits.
In the fields of leadership, personal development, and responsibility, Darren Finkelstein, popularly known as The Accountability Guy®, is a shining star. His story is one of perseverance, self-reinvention, and the deep metamorphosis he has attained by elevating responsibility to the status of superpower.
Darren has carved up a remarkable career for himself as a dynamic author and speaker, international accountability coach, advisor, mentor, and mentor that cuts across borders and industries. His influence extends beyond New Zealand and Australia to the many cultural contexts of Europe, Asia, Latin America, the United States, and the United Kingdom.
Darren has emerged as a key figure in the lives of high-achieving individuals and teams thanks to his creative coaching courses, which help them reach their objectives and realize their full potential. Darren’s bestselling book “The Accountability Advantage – Play your best game,” which establishes the foundation for his lessons, is at the center of his methodology. As interest in his next book, ‘NO’-Building a life of choice without obligation,” which is due out later this year, grows, Darren never stops inspiring and encouraging people with his distinct perspectives on accountability.
Darren uses a simple but effective method: Get Clarity on what needs to be done first, Get Started on what needs to be done next, and Get Sh*t Done by knowing what needs to be done more of. Under Darren’s leadership, this strategy has helped innumerable people and groups burst their objectives like glass piñatas, unleashing their aspirations and utilizing the accountability superpower.
As Apple Australia’s Manager of Commercial Markets during the ground-breaking Steve Jobs era, Darren made a substantial contribution to the company’s history. Afterwards, before beginning his coaching and mentoring career, Darren and his business partner successfully sold and exited their lifestyle companies. Darren’s depth as a coach is enhanced by his rich background, which combines technological understanding with innovative accountability techniques.
Darren Finkelstein provides hope and a road to success for people who want to use accountability to improve their personal and professional lives. Accompany him on this transformative quest to accomplish the remarkable. Read Darren’s full Bio here:
Read Darren’s full Bio here: https://tickthoseboxes.com.au/
Know what to do first
know what to do next
know what to do more of
"You can't buy happiness, but Getting Stuff Done is pretty much the same thing"
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